The key drivers to overcome resistance to change for sustainable growth include education, involvement, and a shared vision. Demonstrate the long-term benefits of sustainability relevant to the organizational goals and their individual roles. Use data, case studies, or examples to paint a picture of how similar changes elsewhere have led to success. Engage the team actively in the planning so that they can share their ideas and concerns; this builds ownership and reduces resistance. Provide them with necessary support for adaptation through training and resources so that they can go at it with confidence. Celebrate small milestones of progress so that they are reminded it has been worth the change.

To overcome resistance to change, I would actively listen to the team’s concerns without interrupting ("Learn last to speak"-Simon Sinek), validate their input, and ask open-ended questions to encourage collaboration. I would also share a compelling “why” behind the change, aligning it with shared goals, and co-create solutions to build trust and ensure the team feels heard and invested in the process.

Para superar la resistencia al cambio, es clave involucrar a todo el equipo desde el inicio del proceso. Explicar claramente por qué el cambio es necesario y cómo impactará positivamente en su trabajo a largo plazo puede reducir el miedo. Además, destacar ejemplos de éxito y cómo otros equipos han prosperado con la misma estrategia ayudará a crear confianza. La empatía y el apoyo continuo también son fundamentales. Es importante escuchar las preocupaciones del equipo y abordarlas con soluciones prácticas, ofreciendo formación y recursos para facilitar la transición. Reconocer y celebrar pequeños logros a lo largo del camino refuerza la moral y motiva a todos a abrazar el cambio como una oportunidad, no como una amenaza.

The first step to overcoming resistance to change is to communicate very clearly what the vision is, showing the long-term benefits for both the team and the organization. Involve key members of the team in a decision-making process to give them a sense of ownership and decrease fear of the unknown. Provide continuous support, training, and resources to ease the transition. Celebrate small wins to build confidence and reinforce the positive impact of change. Lastly, lead by example, displaying commitment and enthusiasm for the growth journey ahead.

This question—“Your team is resistant to change for sustainable growth. How can you overcome their opposition?”—feels judgmental, so let’s reframe it. What have you communicated to the team about the changes? Do they understand what’s happening, why it’s happening, and what the desired outcome is? Have you explored what is and isn’t working in the current setup? Do they see how sustainable growth aligns with their own goals? The answer isn’t a solution—it’s more questions. Understanding their perspective is key. Only then can you build a vision they’ll buy into. Leaders often miss this step: involve your team with the change, don’t let it just happen to them.